How distinct is your name?

Have you recently searched your name online? When I searched "Ian Mondrow" using Google, I learned that there is an additional Ian Mondrow in the world (possibly more!). He lived in Canada and was a successful lawyer. Coincidently, he is a distant cousin. However, having this cousin with an identical name could be a barrier for me if I was a jobseeker. Hiring companies will often research candidates on the internet and it can become confusing if their results reveal multiple individuals with the same name. As a candidate, one wants to stand out and be unique.

This situation can be overwhelming if an individual has a fairly common name, such as: James Hope, Jamie Brown, etc.

To overcome this obstacle, either add your name or your middle initial to all your materials. For instance, on my resume and cover letter, it now says, “Ian B. Mondrow." I guarantee that if you Google that, you will only find information about me. This will allow employers to differentiate me from other candidates or individuals that have the same name. It is such a minor tweak but it can be a huge advantage as a candidate because you are creating a unique identity shared by no one else.

If you are interested in knowing approximately how many people in the US share your name, please refer to this website: http://howmanyofme.com/

Know your assessment tool

Every industrial psychologist sighs when they hear about an employer using Myers Briggs as selection tools. I once got into a huge debate with a stranger over LinkedIn regarding it. The truth is that Myers Briggs has been proven to have little reliability and thus little validity as well. An assessment can be a powerful tool in selection, but the tool itself must be valid and reliable. In addition to the standard validity, the assessment tool should be able to predict success in a position (criterion validity). An assessment that has not proved criterion validity is at risk for adverse impact. If adverse impact occurs, the hiring organization can face legal consequences since validity was not established.

Content validity can also be used to protect an organization. Content validity means that the organization utilized the results of a job analysis to develop the tool. However, content validity alone does not conclude that the assessment is picking a candidate that is most likely to be successful in the position. It merely infers that the assessment is based on the requirements of the job. Therefore, individuals that pass an assessment with that has only shown content validity may only meet the minimum qualifications.

I stand by the belief of criterion validity! An assessment that has proof to have criterion validity can help an organization identify the high performers in a candidate pool. Criterion validity can be identified using one of two methods:

1. Current employees can take the assessment and then their scores can be correllated to their performance appraisals.
2. Candidates can be hired based on their assessment scores. After a performance appraisal, their performance scores are correlated with their assessment scores.

I strongly suggest utilizing an individual with a strong psychometric background to conduct these studies.

Your interview secret weapon

Throughout my professional career, I have met with many job-seekers. Being part of the job seeking process, I can relate to their agony when they found out that a company has selected another candidate. Although there is no guaranteed way to ensure you get the job, there are a variety of methods that can dramatically increase one's hiring probability. One of my biggest secrets is the Career Portfolio.

A career portfolio is a collection of materials used to show proof of ones past job experience and the quality of work. While it should not include everything one have done at every organization, it should include selections that one are most proud of. Some of the sections one should consider include:

1. Resume/References
2. Academic transcripts
3. Letters of recommendation
4. Work samples from school
5. Work samples from previous jobs/internships

A portfolio also demonstrates one's presentation skills. My previous supervisor at the U.S. Federal Executive Board has taught me that perfection is the best impression. Below are some tips that she provided as well as some that I have learned along the way.

• Spend the extra money on a binder that presents well. I recommend the Avery Frame View Binders.
• Place your business card in the business card holder.
• Use tabs to separate work based on what agency it was for (i.e. school, company, etc.) Ensure tabs are visible, readable and the that a viewer can differentiate them.
• Include a title page with the position title, requisition number, and contact information (also include this information on the front of the binder).
• Use sheet protectors to separate samples and maintain the quality of your work.
• Print the job announcement and include it in the binder. It will show the interviewer that the candidate is familiar with the position and also make his/her job easier.
• PLAN TO LEAVE THE BINDER WITH THE INTERVIEWER. As soon as one enters the interview, he/she should present the binder and inform the interviewer that its theirs to keep.

Making a portfolio can be costly but it will pay off if it secures a job.